Business and Global​Development Consulting

"But vision alone is not enough, for it has to be transmitted into the operating practices of the institution. Lofty goals that are not eventually implemented lead to cynicism and hypocrisy." Psychology Professor Mihalyi Csikszentmihalyi of Drucker School of Management, Good Business

ECRIT provides two modes of Executive Coaching for executive excellence. Either mode of Executive Coaching can be used either to build knowledge and refine executive skills for accomplishing greater success or to address particular problems that may overwhelm businesses and executives.

A) The first mode of Executive Coaching is typically initiated by a business. It helps a business by coaching one or more executive members. This often includes shadowing and 360 degree reviews which many people understandably dread. However, we can help prepare executives for these reviews and provide them in the way that best suits the current needs. In most cases, there are particular crises, personality issues, and/or interpersonal conflicts that have arisen.

B) The second mode of Executive Coaching is typically more private. This mode extends the foundations of Academic Coaching, Career Coaching, and Life Coaching for success into the realm of executive perspectives and functions. Self-examination, self-improvement, self-assurance, true assurance, and practice are necessary for refining the roles and skills of an executive, but the study of topics such as failure, success, management, analysis, strategy, and leadership are also crucial to develop mastery especially if one had not attended business school. This mode of Executive Coaching can be used either by existing executives or those who wish to prepare themselves for executive roles.

"... leaders must develop their ability to change themselves... Yet, it has been my experience that most leaders do not possess the skills to change themselves. They focus so much on managing others to do their bidding that self-awareness tends to fall by the wayside. Increased coaching and exposure to group process skills training will go a long way toward developing this skill. Leaders also must begin to see themselves as organizational architects instead of rock star, charismatic, visionary types. They must see themselves as builders of their organization..."Professor Jerry Porras of Stanford University Graduate School of Business